Director of Human Resources
Job Summary
CCDC is entering a significant next chapter. The organization's Strategic Action Plan calls for stronger people systems, more intentional leadership development, clearer accountability structures, and a culture where institutional knowledge is built and shared. The Director of Human Resources will be a trusted leader and central partner in making that possible.
About the role
The Director sets direction for a full-service HR team and is accountable for the quality and coherence of everything the team produces, from how staff are recruited and onboarded to how the organization learns, develops, and holds itself accountable.
Essential Functions/Job Responsibilities
Serves as a strategic partner to the Executive Team and Department Leaders, helping shape and drive the people strategy that supports CCDC's organizational direction.
Establishes credibility throughout the organization and sets an example as a proactive leader who earns respect by demonstrating a sound understanding of CCDC's objectives and goals.
Coaches and influences senior leadership to drive cultural change and employee engagement that supports the organization's goals.
Holds ultimate accountability for workforce planning, departmental budgeting, organizational risk, and benefits strategy: functions that require senior ownership and organizational alignment, not just technical oversight.
Oversees the full range of HR operations including employee relations, benefits, compensation, talent acquisition, onboarding and offboarding, LOA, workers’ compensation, and payroll coordination (in partnership with the Fiscal Department).
Ensures HR practices are applied equitably across the organization, with particular attention to staff whose primary language is not English.
Owns the roadmap for scaling HR systems, processes, and staffing in line with CCDC's Strategic Action Plan.
Translates strategic priorities into operational reality by aligning communication, resourcing, and measurement so results are sustainable and trackable.
Coaches managers on employee relations issues and responds to appeals, claims, and legal document requests on behalf of the organization.
Leads and coaches the HR team to deliver exceptional service to managers and staff, ensuring team members understand both CCDC's and HR goals and how their work contributes to them.
Talent Acquisition and Onboarding: Lead talent acquisition and workforce planning to build a diverse, mission-aligned team and be a strategic partner and advocate for hiring.
Coaches recruiters and hiring managers on effective, equitable hiring practices and holds accountability for our processes and timelines.
Ensures recruitment practices support a diverse and inclusive workforce.
Works with recruiter to strategize and deploy time-to-fill goals with appropriate sourcing strategies.
Monitors the effectiveness of onboarding to ensure new hires have what they need to succeed.
Learning and Manager Enablement: Oversees learning and development and support staff growth and internal mobility.
Pairs with department leaders to identify internal growth/promotion opportunities for staff.
Plays a key role in identifying and developing leaders with the appropriate skills and competencies to lead CCDC to meet future goals.
Compensation and Benefits: Leads compensation management, conducts and analyzes market surveys, and partners with hiring managers and leadership on salary decisions and structure.
Owns the full benefits lifecycle: plan design, annual renewal, broker and vendor management, and ongoing administration.
Ensures benefits offerings remain competitive, cost-effective, and aligned with the needs of a diverse workforce, including staff who may need additional support navigating plan options.
Ensures benefits information is clearly and consistently communicated and accessible to all staff.
Talent Acquisition and Onboarding: Leads talent acquisition and workforce planning to build a diverse, mission-aligned team and be a strategic partner and advocate for hiring.
Coaches recruiters and hiring managers on effective, equitable hiring practices and holds accountability for our processes and timelines.
Ensures recruitment practices support a diverse and inclusive workforce.
Works with recruiter to strategize and deploy time-to-fill goals with appropriate sourcing strategies.
Monitors the effectiveness of onboarding to ensure new hires have what they need to succeed.
Learning and Manager Enablement: Oversees learning and development and support staff growth and internal mobility.
Pairs with department leaders to identify internal growth/promotion opportunities for staff.
Plays a key role in identifying and developing leaders with the appropriate skills and competencies to lead CCDC to meet future goals.
Compensation and Benefits: Leads compensation management, conducts and analyzes market surveys, and partners with hiring managers and leadership on salary decisions and structure.
Owns the full benefits lifecycle: plan design, annual renewal, broker and vendor management, and ongoing administration.
Ensures benefits offerings remain competitive, cost-effective, and aligned with the needs of a diverse workforce, including staff who may need additional support navigating plan options.
Ensures benefits information is clearly and consistently communicated and accessible to all staff.
Risk Management: Ensures compliance with federal, state, and local employment law and manage organizational risk across HR practices.
What You Bring
- A genuine commitment to the communities CCDC serves, and an understanding of why HR in a mission-driven organization requires both technical rigor and deep human care.
- Demonstrated ability to build trust across a diverse workforce, including with staff whose primary language is not English.
- Strong communicator who can articulate complex HR issues clearly to staff, managers, and executive leadership, and who brings challenges to the table with context and recommended paths forward.
- A relationship builder who actively connects themselves and the HR team to the broader organization and makes the team's work visible across CCDC.
- Patient, empathetic, and humble, with the self-awareness to know that earning trust in a complex organization takes time and consistency.
- Demonstrated ability to identify knowledge gaps and a genuine interest in brainstorming solutions collaboratively.
- Strategic thinker who can translate vision into action, anticipate organizational needs, and know how to apply the right knowledge at the right moment.
- Experienced working at a senior HR level in a nonprofit or mission-driven organization, with an understanding of the constraints and values that shape that context.
- Strong working knowledge of California employment law and HR compliance requirements.
- Proven ability to influence organizational decisions at the senior leadership level, with a track record of shaping strategy, not just supporting it.
- Experienced owning senior-level accountabilities including departmental budgets, workforce planning, and organizational risk, with a track record of making decisions in these areas, not just advising on them.
- Cultural Competence and Equity: Ensures HR practices are applied equitably across a diverse workforce and brings an equity lens to policy design, hiring, and organizational decision-making.
Qualifications
- Bachelor’s degree (BA) or equivalent in HR management or business-related field required, or an equivalent combination of education and experience; Master’s degree in HR management or business-related field preferred.
- Minimum of 10 years of progressively responsible HR work experience.
- 3-5 years of experience managing HR in a complex or nonprofit organization in California.
- SPHR or SHRM-SCP certification or similar credentials.